Understanding the journey of those at the helm of the evolving corporate diversity, equity, and inclusion (DEI) landscape provides critical insight into the challenges and successes of implementing effective DEI strategies. Masu.
Connie Ross, Diversity, Equity, Inclusion, and Belonging Manager at 84.51°, explains the delicate path many DEI professionals take in their careers. Here, we take a look at Ross' career trajectory, her contributions to 84.51°, and the broader impact of her DEI work on HR leaders looking to foster inclusive environments.
Early Career Insights and DEI Initiatives
Ross’ entry into the DEI field was not a simple path, but it was a journey marked by early experiences that highlighted the harsh reality of underrepresentation in the corporate world. She began her career as a local marketing manager for a retail brand, helping develop strategies to drive store traffic and planning grand openings of new stores. She then moved into digital marketing.
“For the first five years of my digital marketing career, I was typically the only Black woman attending conferences and engaging with digital vendors,” Ross recalls. “It really opened my eyes to the lack of representation of Black women in places where our voices are desperately needed. From that experience, I intentionally coached and encouraged diverse and underrepresented I vowed to stand up for the voices that exist.”
The transition to DEI and its impact
The transition to a dedicated DEI role was often born out of personal commitment and professional necessity, and Ross navigated this transition with purpose and passion. She describes the moment that sparked her transition into DEI and completely changed the trajectory of her career:
“The opportunity to turn my passion and advocacy for inclusion into a full-time career in diversity, equity, and inclusion began in 2020 with a role at a media agency,” says Ross. . “Many organizations are looking for ways to respond to the calls for racial justice for people of color, and as a mother of three young black men, I am taking the lead in supporting our CEO, President, and Chief Human Resources Officer. I spoke with the person in charge, police officer, to discuss the email that failed to address the personnel issue of the protests happening near our office.”
This proactive approach not only demonstrated Ross' dedication to DEI, but also his willingness to engage in difficult conversations to improve organizational culture and inclusion. Her efforts led to significant progress in her DEI while in her role and set a precedent for her future endeavors.
“Joining 84.51° in July 2023 was an opportunity we couldn't pass up,” says Ross. “While many organizations started their DEI programs in 2020, 84.51° has been committed to diversity for many years, starting in early 2016.”
DEI progression at 84.51°
At 84.51°, Ross has found a platform that not only recognizes the importance of DEI, but has been working on it well before the 2020 social reckoning. Her role includes building on the foundation laid by her predecessor and pushing the boundaries of what DEI can achieve. Lack of diversity is often criticized in the technology and data fields.
“What makes our organization unique in the DEIB effort is our commitment to doing the right thing and connecting it to our organizational goals,” Ross explains. “As we mentioned earlier, our DEIB journey began in 2016, long before many of our competitors entered the space. This unwavering commitment to doing the right thing It endures in the face of today's challenges because it's embedded in our 84.51° cultural and emotional intelligence to support our leaders' ability to lead a diverse workforce. We work hard to ensure our leaders have what they need to improve their outcomes.”
Ross’s work at 84.51° exemplifies the continued commitment to DEI in the corporate world, not as a series of checkboxes, but as a continuous commitment to growth, learning, and true inclusion.
Promote inclusion through employee resource groups
At 84.51°, fostering a diverse and inclusive environment extends beyond traditional DEI initiatives to a unique take on employee resource groups (ERGs), which Ross and 84.51° refer to as employee-led teams. “Our organization offers groups called People Led Teams,” Ross explains. “Our People Led Team supports different communities and diverse employees within our organization through meetups, book clubs, speakers, and even providing support services and mentoring.” This approach In addition to enriching our company culture, we ensure that diversity and inclusion is practiced every day, making 84.51° a place where all employees feel like they belong and can thrive.
Incorporate DEI into your organization’s DNA
One thing most companies that excel at DEI have in common is that they don't do it in a single silo. We embed diversity, equity and inclusion into every aspect of our organization.
“At the beginning of our journey, we made sure that diversity, equity and inclusion were embedded in our values,” Ross explains. “We made sure our leadership team received the training and learning they needed to improve their overall cultural intelligence. We made inclusion and belonging part of our goals. We have developed training and curriculum to help our employees understand how to improve their overall cultural intelligence. We made a commitment early on and will continue to honor that commitment. .”
In navigating the complexities of DEI in the corporate world, Connie Ross' journey to date and her influential work at 84.51° is a combination of dedicated leadership and innovative strategies to foster an inclusive environment. It is a proof of the power of. Through her efforts, 84.51° not only set a benchmark for her DEI initiatives, but also emphasized the importance of embedding these practices into the core of an organization's culture. As companies continue to evolve their DEI approaches, Ms. Ross' experience and track record provides valuable lessons in commitment, innovation, and the continued pursuit of equity and belonging for all employees.
Lin Grensing-Popal is a contributing editor at HR Daily Advisor.
